Industries
HRR · DACH
HR & recruiting
Faster hiring,
fair by design.
In-house HR, staffing agencies, recruitment agencies and HR tech providers. Too few candidates, too many applications, and recruiting AI that becomes high-risk in December 2027.
01 · Topics
What keeps
you busy.
The topics that come up first when AI meets this industry. If one sounds familiar, that is where we start.
- 01Volume without fit
Hundreds of applications for one role, too few for the next. Screening eats the time for good conversations.
- 02High-risk, soon
AI that filters or ranks candidates is high-risk from December 2027. Many tools in use today do exactly that.
- 03Admin in staffing
Time sheets, contracts, assignments. Staffing agencies drown in paperwork per placement.
02 · Examples
Where AI
earns its keep.
Input, action, result. The places we would look first, because the work is repetitive, the data exists and a person still signs off.
- 01Job ads in several languages
Role profile → job ad in your tone and in the languages you recruit in → the recruiter edits and publishes.
- 02CV parsing with a human decision
Applications → data extracted and structured, no ranking → the recruiter decides who to call.
- 03Candidate communication
Status questions and scheduling → answered by an agent → recruiters spend their time on conversations.
- 04Time sheets and payroll prep
Time sheets in any format → checked against assignments and rates → payroll gets clean data.
sample Illustrative examples, not client references.
03 · The rules
What applies,
and since when.
The rules we plan around in this industry. With the source, so your legal team can check our reading.
- 01Recruiting AI is high-risk
AI used to target job ads, filter applications or evaluate candidates is high-risk. So is AI for promotion, termination or task allocation.
Annex III 4 AI Actfrom 2 December 2027 - 02Emotion recognition at work is banned
AI that infers the emotions of people in the workplace is prohibited, except for medical or safety reasons.
Art. 5(1)(f) AI Actsince 2 February 2025 - 03No decisions by machine alone
People may not be subject to decisions based solely on automated processing that significantly affect them, with narrow exceptions.
Art. 22 GDPRin force - 04The works council has a say
Selection guidelines and technical systems that can monitor employees need the works council’s agreement.
§§ 87, 95 BetrVGin force
Not legal advice Our reading as of September 2026, not legal advice.
04 · Services
Where to
start.
Build, Secure, Comply, Enable: the four services we would start HR and recruiting projects with.
05 · Next steps
What happens
after you send it.
Four steps between your request and a decision. No step commits you to anything.
- 01 You send the requestThree questions about your situation, then your contact details. It takes a few minutes.
- 02 We read it and replyA person reads your answers and replies by email, with questions or a proposal for a first conversation.
- 03 First conversationYour use case, your data, the rules that apply. Afterwards you know whether and how to start.
- 04 Written proposalIf it fits: scope, approach and effort in writing. You decide.
06 · Download
Take it
with you.
For your team, as a PDF. Leave your email and we send it to you.
In preparation
Checklist: high-risk AI in recruiting by December 2027
What deployers and providers of recruiting AI need to have in place.
What is inside
- Which of your tools count as high-risk
- What human oversight and logging have to look like
- What to agree with the works council
The PDF is being prepared. Request it now and you get it as soon as it is ready.
07 · Request
Tell us
where it hurts.
Three short steps. Your answers help us prepare the first conversation for your case.
- 01Your situation
- 02Your project
- 03Contact
08 · Questions
Questions
from this industry.
Short answers. Anything else goes into your request.
Is our applicant tracking system high-risk?
Only if it filters, ranks or evaluates candidates with AI. Pure administration is not. We check the functions you actually use.
What do we have to do as a deployer?
Use the system as instructed, assign human oversight, keep logs, inform candidates and employees. We turn that into a short plan.
Can AI make recruiting fairer?
It can, if bias is tested and a person decides. It can also make it worse. That is why we test before and after going live.
HR & recruiting
Your hiring,
your void.
Tell us where it hurts. We check which rules apply before the first line of code.